Outside Inquiries. The Employer shall refuse to disclose information in personnel files or OPS files if that disclosure would violate the employee’s right to privacy, as defined by RCW 42.56.050. All requests for information (other than routine employment information, e.g., confirmation of employment, length of service, current status of employee, or prior assignments) shall require a proper public disclosure request.
A. Upon receiving a request for all or part of these files, the affected employee and the Association shall be notified of the request. The affected employee shall be given a period of five (5) business days to object to release of the requested documents. Such objection shall be provided in writing. The WSP Labor and Policy Advisor or the Assistant Attorney General will be consulted regarding the reasons given by the affected employee.
B. If the Employer agrees that the employee’s right to privacy would be violated, it will not release the document and will provide a defense in court, if necessary. If the Employer does not agree, it will so notify the affected employee and the Association in writing. The documents will not be released until the time period in Subsection 17.2 C below has expired, during which time the employee shall have an opportunity to prevent the release under RCW 42.56.540 at the expense of the Association or the employee.
C. If an employee files an objection, then prior to the disclosure of any documents from the personnel files or OPS files, the Employer shall either: (1) provide a copy of the redacted documents to be disclosed; or (2) provide an opportunity for the affected employee to review the redacted documents. The employee shall then have up to ten (10) calendar days to review the documents. If the affected employee has a question regarding the redactions he/she may discuss the questions with the Employer’s representative.
D. If the Employer refuses to disclose requested information and there is a court hearing on that refusal, the affected employee may attend the hearing on Employer time. No overtime or compensatory time will be paid.
Outside Inquiries. The Company agrees that any inquiry from any person as to the Employee’s status, position, and/or employment relationship or employment history with the Company shall be referred to the Company’s Vice President, Human Resources (“VP”) or General Counsel (“General Counsel”). The VP or General Counsel shall respond to such inquiry, other than inquiries seeking a job reference for the Employee, by informing the inquirer of the Employee’s dates of employment and the job titles held, and that Company policy precludes the provision of any further information to the inquirer. The VP or General Counsel shall make no other comments and shall provide no documents containing further information.
Outside Inquiries. Upon receiving a request for all or part of a personnel file or internal investigation file, the affected employee shall be notified of the request. The employee shall be given three (3) working days to provide any reasons for not releasing the requested documents. If the City concludes that the documents should not be released, it will not release the documents and will provide a defense in court, if necessary. If the City concludes the documents should be released, it will so notify the affected employee. The documents will not be released until the employee has had a reasonable opportunity to prevent the release under RCW 42.56.540 at the expense of the Guild or the employee. The Guild will indemnify and hold harmless the City from any damages or expenses incurred by the City as a result of a delay in the production of the records pursuant to this section.
Outside Inquiries. The Company agrees that any inquiry from any person as to the Employee’s status, position and/or employment relationship or employment history with the Company, other than a request for a reference, shall be referred to the Company’s Director of Human Resources (“Director”) or to another Human Resources Department manager whom said Director may designate (“Designee”), except that the Director shall not designate more than one Designee for this purpose. The Director or Designee shall respond to each such inquiry by informing the inquirer of the Employee’s dates of employment and job titles held and shall state that the Company’s policy precludes the provision of any further information to the inquirer. The Company further agrees that any inquiry seeking a job reference for the Employee, including inquiries to the members of its Board, shall be directed to Xxxxx Xxxxx, who shall respond by offering the inquirer a copy of the letter of reference that has been mutually agreed upon by the parties. Xx. Xxxxx shall make no comment inconsistent with such letter. Should Xx. Xxxxx ever leave her position as Board Chair of the Company, inquiries seeking a job reference shall be directed to the Company’s Director of Human Resources, who shall respond that Xx. Xxxxx was the individual affiliated with the Company with best familiarity with the Employee’s work, that Xx. Xxxxx is no longer with the Company, and that Xx. Xxxxx left a letter of reference regarding the Employee, which letter the Director of Human Resources shall offer the inquirer or shall orally impart.
Outside Inquiries. The Company will adhere to its "No reference" policy by responding to all inquiries regarding your employment with only dates of employment and position(s) held and that Company policy precludes the providing of any further information concerning our employment.
Outside Inquiries. The Employer shall refuse to disclose information in personnel files or OPS files if that disclosure would violate the employee’s right to privacy, as defined by RCW
Outside Inquiries. You agree that you will immediately forward all inquiries, contacts, requests or other forms of communication from any outside parties, including, but not limited to, financial analysts, regulators and investors, relating to the Company, or a subsidiary of the Company, to the Company.
